Francesco/who-killed-jfk huggingface dataset:
[104-10222-10042.pdf — page 92]
# SECRET# FITNESS REPORT## SECTION A1. NAMEBUSTOSVIDELA, C. Z.6. OFFICIAL POSITION TITLEOps Officer9. CHECK (X) TYPE OF APPOINTMENTX CAREER RESERVE TEMPORARYCAREER PROVISIONALSPECIAL (Specity):11. DATE REPORT QUE IN O.P.## SECTION BW - WeakA - AdequateP - ProficientS - StrongO - Outstanding## GENERAL2. DATE OF BIRTH 3. SEX12 Jan 29 F7. OFF/DIV/BR OF ASSIONMENT 8. CURRENT STATIONDDP/WH/1 Headquarters10. CHECK (X) TYPE OF REPORTINITIALX ANNUALSPECIAL (Specify):12. REPORTING PERIOD (From - To)1 January - 31 December 1965## PERFORMANCE EVALUATIONPerformance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requires positive remedial action. The nature of the action could range from counseling, to further training, to placing on probation; to reassignment or to separation. Describe action taken or proposed in Section C.Performance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellence.Performance is more than satisfactory. Desired results are being produced in a proficient manner.Performance is characterized by exceptional proficiency.Performance is so exceptional in relation to requirements of the work and in comparison to the performance of others doing similar work as to warrant special recognition.## SPECIFIC DUTIESList up to six of the most important specific duties performed during the rating period. Insert rating letter which best describes the manner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employees with supervisory responsibilities MUST be rated on their ability to supervise (indicate number of employees supervised).Handles all aspects of 22 FI/CE/Support projects including project actions, logistical and financial support, requirements, guidance and review.RATINGLETTER0Handles all matters concerning the agents belonging to these projects including field agents, Contract, Career, and Staff Agents. This includes OA/CSA's, contracts, training, travel, cover and funding..RATINGLETTER0Prepares, or helps prepare, miscellaneous memoranda and studies, such as monthly FI achievements, operational program, budget exercises, responses to requests on operations or background info regarding Mexico..RATINGLETTERSRoutes correspondence, supervises tickler system, maintains project, agent, and subject 201 files.RATINGLETTERSBranch records officer.RATINGLETTERS## OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position such as performance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, and particular limitations or talents. Based on your knowledge of employee's overall performance during the rating period, place the letter in the rating box corresponding to the statement which most accurately reflects his level of performance.25 JAN 1966RATINGLETTER0
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SECRETSECTION CNARRATIVE COMMENTSOFFICE OF PERSONNELIndicate significant strengths or woobnossos demonstrated in current position keeping in proper perspective thoir relationship to overall performance. State suggestions made for improvement of work performance. Give recommendations for training. Comment on foreign language competence, if required for current position. Amplify or explain ratings given in Section 8 to provide bast busia for determining future personnal action. Manner of performance of managerial or supeprisesperiod, if opplicable.Subject continues to render a superior performarum Roshe is efficient, thoroughly knowledgeable, rapid in her work, well organized, and greatly facilitates the smooth functioning of the office. The quality of Subject's work has been recognized fully in previous fitness reports and in previous recommendations for promotion from GS-12 to 13. This high quality of work has continued throughout the period of this fitness report and Subject continues to merit promotion.SECTION DCERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATESIGNATURE OF EMPLOYME2. BY SUPERVISORMONTH EMPLOYER HAS DERN UNDER MY BUPERVISIONIF THIS REPORT HAS HOT DEEN SHOWN TO EMPLOYFE, GIVE EXPLANATIONFourDATEOFFICIAL FITLE OF SUPERVISORTYPED OR PRINTED KAME AND SIGNATURE20 96m 1966DC/WH/1T.H.V. Fisher3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALReviewing Officer agrees with above report and endorses Subject's fitness for promotion.DATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGILATUREC/WH/1W.J. KaufmaySECRET
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# SECTION CSECRET(When Filled In)NARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their relationship to overall performance. State suggestions made for improvement of work performance. Give recommendations for training. Comment on foreign language competence, if required for current position. Amplify or explaining things given in Section B to provide best basis for determining future personnel action. Manner of performance of managerial & supervisory duties must be described if applicable.This exceptionally competent and productive officer continued to perform at a level well above that of the GS-13 slot she occupies. While a good deal of her tremendous effectiveness, stems from experience, continuity on the job and her natural retentive memory, during the period under review she also demonstrated a flair for, and applied her talents to, the solution of relatively major and complex planning and managerial problems in the area of operational support to Mexico Station activities.To the list of her previously abudantly acknowledged capacity for hard, effective work, talent for training on the job younger officers, diligence, and versatile ability, this rater would like to add a note of appreciation for her everpresent tactfullness and discretion. No weaknesses affecting her present assignment have been noted; she is very careful and realistic in planning for expenditure of funds.This officer is separately being recommended for promotion to GS-13.WH will review this fitness report with others during a special meeting scheduled periodically to consider suitable recommendation for outstanding performance.# SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATEBY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIOMDATEAlfonso SperaBY REVIEWING OFFICIALDATESECRET
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# SECRETSECTION CNARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective thing their relationship to overall porformance, State suggestions made for improvement of work performance.en foreign language competence, if required for current position. Amplify or explain ratings given in Section B to provide be basis for determining future personnel action. Manner of performance of managerial or supervisory duties must be described, il applicable.Subject's performance during the rating period has been marked by general excellence. As indicated in Section B her supervision and direction of the Section'p work relating to intel support, administration, preparation of special reports, training personnel, etc. is uniformly outstanding. The fact that these functions are handled in addition to her duties as the desk officer for the FI and Ops Support projects, which she performs with unusual competence, serves to illustrato her value to this Section. She has an exceptional ability independently to determine proper courses of action and to initiate action to carry them out. She has a profound understanding of the area operational program and contributions to it are imaginative and constructive.In the opinion of the rater Subject's performance compares favorably with any 08-13 desk officer within his experience and she performa occasionally at the 08-14 level. Moreover, she carries out her duties cheerfully, loyally and in close and amicable cooperation with her fellow employees at all levels.In those aspects of her duties which involve cost e.g. the review of operational projects, she has given close attention to the budgetary matters and has frequently suggested ways in which economies An the operations might be effected.SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEEI CERTIFY THAT I HAVE SPEN CECTIONS A, D, AND COF THIS REPORTDATE28 January 1964SIGNATURE OF EMPLOYEE2. NHS EMPLOYEE HAS BEENBY SUPERVILORVIVOER MY SUPRAVIRIGHIF THIS REPORT HAS NOT BEEN SON TO EMPLOYEE, GIVE EXPLANATIONDATEOFFICIAL TITLE OF SUPERVISORTYPES OR PRINTEO NAME AND SIGNATUR1-28-64C/W/3/MexicoBernard ReichhardtCTANICENTO OP REVIEWING OFFICIALBY REVIEWING OFFICIALI concur in the high rating given this employee. She is undoubtedly the ablest employee in this branch in the performance of her particuler job.SITEOFFICIAL TITLE OF REVIEWING OFFICIAL TYPED OR PRINTED NAME AND SIGNATUN29 Jan 1964C/WH/3SECRET
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(when filled in)# REPORT ON FOREIGN LANGUAGE APTITUDE AND EXPERIENCE(Name)(Office)(Sex)17 September 1949(Date of testing)The category checked below is an interpretation of the scores made by the person named above on a battery of foreign language aptitude tests. The relationships between test performance and subsequent training performance of trainees in Agency language training courses are indicated by the graphs next to the aptitude categories. The graphs to the left are for women and the graphs to the right are for men. From these graphs you can read for each aptitude category the probability that a person in that category will perform in an Agency foreign language training course at an average or better-than-average level. For example, 22 per cent of the women who obtain an aptitude rating of "8" can be expected to be average or better in course performance, while 5 per cent of the men with ratings of "3" can be expected to be average or better in course performance. A man needs an aptitude rating of "6" to have about the same expectation of success in language training as a woman with a rating of "8". At the other end of the scale, 10 per cent of either men or women who obtain aptitude ratings of "2" can be expected to do average or better-than-average work in training. The differences in relationship are due to differences between men and women in both training performance and test scores. On the average women are somewhat higher on both.Percent of Women Whose LanguageTraining Performance Is Expectedto Be Average or Better thanAverage100 80 60 40 20 088%50%72%63%23%15%13%12%AptitudeCategory1. 2. 3. 4. 5. 6. 7. 8. Percent of Men Whose LanguageTraining Performance Is Expectedto Be Average or Better thanAverage0 20 40 60 80 10021%66%68%52%37%23%15%5%Since anything other than aptitudes enter into the determination of training course performance, in any class of students there will usually be some whose performance will be better than would be expected from their test scores, just as there will likely be some whose performance is poorer than expected. STRENGTH OF MOTIVATION, PRIOR EXPERIENCE IN A FOREIGN LANGUAGE, and other factors should be considered in selecting people for language training and in interpreting language training results, for example, the number of languages previously studied or learned and the amount of academic and non-academic language-learning experience are factors not measured by the tests but are indicative of probable success in learning a foreign language. Whether such experience was in the same language as the one to be studied or in a different one is, of course, an additional relevant factor.Foreign languages have been studied or learned by this individual.Months of Academic TrainingHigh School College Other18 54 22Non-academic Experience (1 year or more)Reading or Writing Speaking79 79This report may be shown to the individual concerned./s/ HOWARD A. RUMMIST
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SECRETTRAINING REPORTRECORDS OFFICERS COURSEStudent : Charlotte Z. Bustos-Vidol Office : WH/3Year of Birth: 1929 Service Designation: DGrade. : GS-12 Number of Students : 34EOD Date : Aug 1951COURSE OBJECTIVES - CONTENT AND MRTHODSThis course, designed for present and prospective Records Officers, has four principal objectives.1.  To give an appreciation for the Agency's CS mission.2.  To describe the role that records play in the discharge by the Agency of the responsibilities inherent in the mission.3.  To emphasize the importance of records and proper records management in the successful porformance of the stated mission.4.  To increase avaroness of the inter-relationships between the Cơ mission and records; to sharpen judgement in the handling and disposition of rucords; and to improve por- formance of Recordo Officers.The student is instructed through the media of lectures, directed reeding, practical exercises and discussions.ACHIEVEMENT RECORDThis is a certificate of attendance only; no attempt was made to evaluate student achievement in the course.FOR THE DIRECTOR OF TRATIING:![Signature of Augustus F. Schermerhorn]Augustus F. Schermerhorn 24 July 1962Chier Instructor DateSECRET
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# SECRET(When Filled In)## SECTION C NARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their relationship to overall performance. State suggestions made for improvement of work performance. Give recommendations for training. Comment on foreign language competence, if required for current position. Amplify or explain ratings given in Section B to provide best basis for determining future personnel action. Manner of performance of managerial or supervisory duties must be described, if applicable.This officer is the person chiefly responsible for the Mexico Desk's deserved reputation for excellence and efficiency. The complicated and never-ending tasks of project processing, clearances, tracing, and coordination are handled by her with blinding speed and unerring perfection. Procedural problems are there to be solved, and the solutions come with amazing rapidity. Operational problems are worked out thoroughly and conscientiously. No corners are cut and no principles are compromised.Never at a loss for an answer, this officer never shrinks from any assignment and instinctively wants to take over any vexing problem which is holding up progress. She is complete mistress of file and record resources and answers all queries within minutes. The most complex budgetary and planning projects are handled by her with deceptive ease.These qualities of rare efficiency and speed are coupled with an even rarer degree of amiability and cooperativeness. The work which proceeds under her at such a break-neck pace nonetheless goes on in an air of placidity and good humor. The large office staff is run without a trace of tension, jealousy, or friction. All of this is traceable to this officer's fine example and catalytic effect on her colleagues.Finely-educated, handling the Spanish language with fluency, and keeping up with current events in her area, this officer is a unique asset to## SECTION D CERTIFICATION AND COMMENTS### 1. BY EMPLOYEEI CEPTIFY THAT I HAVE SEEN SECTIONS A, B, AND COF THIS REPORTDATE SIGNATUNS OF EMPLOYEE26 February 1963### 2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONUNDER MY SUPERVISIONDATE OFFICIAL TITLE OF SUPERVISOR TYPED OR PRINTED, NAME AND SIGNATURE26 February 1963 c/WH/3/MEXICO John. M. Whitten### 3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALDATE OFFICIAL TITLE OF REVIEDING OFFICIAL TYPED OR PRINTERTRAME AND SIGNATURE26 February 1963 AC/WH/3 Forrest ShiversSECRET
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# SECTION ESECRET(When Filled In)NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCEStress strengths and weaknesses demonstrated in current position. Indicate suggestions made to employee for improvement of his work. Give recommendations for his training. Describe, if appropriate, his potential for development and for assuming greater responsibilities. Amplify or explain, if appropriate, ratings given in SECTIONS B, C, and D to provide the best basis for determining future personnel actions.[.012 11 43 AH '62This outstanding employee has maintained the high standard of performance set forth in the report of this supervisor's 'yorito. Where possible, she has exceeded her earlier performance record. During the past year this office acquired considerable new personnel, which Subject trained in a highly capable manner to guarantee the smooth-functioning of the office. The undersigned hopes this employee will continue to serve this organization indefinitely notwithstanding her carriage during the past year.# SECTION FCERTIFICATION AND COMMENTS1. BY EMPLOYEEI certify that I have seen Sections A, B, C, D and E of this Report.DATE23 January 1962SIGNATURE OF EMPLOYEECharlston L. Burton Vidila2. BY SUPERVISORMONTHS EMPLOYEE HAS ORENIF THIS REPORT HAS NOT AFEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONUNDER MY SUPERVISION24IF REPORT IS NOT BEING MADE AT THIS TIME; GIVE REASON.EMPLOYEE UNDER MY SUPERVISION LESS THAN 90 DAYSREPORT MADE WITHIN LAST 90 DAYSOTHER (Specify):DATE23 January 1962OFFICIAL TITLE OF SUPERVISORChief of DeskTYPED OR PRINTED NAME AND SIGNATUREJohn G. Hoyn3. BY REVIEWING OFFICIALI WOULD HAVE GIVEN THIS EMPLOYEE ABOUT THE SAME EVALUATION.I WOULD HAVE GIVEN THIS EMPLOYEE A HIGHER EVALUATION.I WOULD HAVE GIVEN THIS EMPLOYEE A LOWER EVALUATION.I CANNOT JUDGE THESE EVALUATIONS, I AM NOT SUFFICIENTLY FAMILIAR WITH THE EMPLOYEE'S PERFORMANCE.COMMENTS OF REVIEWING OFFICIALDATE6 Feb 1962OFFICIAL TITLE OF REVIEWING OFFICIALCHW17TYPED OR PRINTED NAME AND SIGNATUREFred F. HickmanSECRET
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# SECTION E NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCESECRET(Where Filled In)OFFICE OF PERSONNELStress strengths and weaknesses demonstrated in current pesition. Indicate suggestions made tappidront of his work. Sive recommendations for hie mining. Describe, if eppropriate, his potential for developardaldad lak a bedding groter ro. sponsibilities. Amplify or explain, il appropriate, ratings given in SECTIONS B, C, and D to provide the bost basis for determining future personnel actions.MAIL ROOMThis is a truly outstanding employee with capabilities far beyond those required for her present position. She has an unusually keen mind, makes decisions that are correct without hesitation and carries out all actions promptly and efficiently. She is the supervisor of the office staff, who respect and admire her ability. In addition to her skill, she is possessed of a most pleasing disposition which ingratiates her with the other members of the staff. The years of experience sie has had at the various jobs to be done at a country desk make her invaluable as a trainer and supervisor for new personnel. Her knowledge of Spanish has also been especially helpful at the Mexican Desk. This supervisor would be most pleased to have her serve with him on any future assignment.# SECTION F CERTIFICATION AND COMMENTS1. BY EMPLOYEEI certify that I have seen Sections A, B, C, D and E of this Report.DATE31 December 1962SIGNATURE OF EMPLOYER2. BY SUPERVISOSHONTHS EMPLOYEE HAS SEENIF THIS REPORT MAS NOT AKEN SHOON TO EMPLOYCE, OIVE EXPLANATIONUNDER ANY SUPERVISION12IF REPORT IS NOT DEING MADE AT THIS TIME, SIK REASO%.EMPLOYEE UNDER MY SUPRAVISION LESS THAN DU GAYREPORT MADE IT LAST 30 DAYSOTHER (Specify):DATEOFFICIAL TITLE OF SUPERVISORTIPED OR PRINTED SAVE AND SIONAIинь31 December 1960 Dosk Chief, W9/3/Mexico John G. Heyn3. BY REVIEWING OFFICIALDIROULD HAVE GIVEN THIS EMPLOYCE ABOUT THE SAME EVALUAΓΙΟΝ.I WOULD HAVE DIVEN THIS EMPLOYPE A HIGHER EVALUATION.: WOULD HAVE GIVEN THIS EMPLOTER A LOWEN SVALLUATION.LCANNOT JUDGE THESE EVALUATIONS, I AM NOT SUPPICIENTLY FAMILIAR SITH THE EMPLOIRES PEMPORMANCECOMMENTS OF REVIEVING OFFICIALDATETOPFICIAL TITLE OF ANG ADICIALFIPED OR PRINTED NAME ANGLOMATURE570 CAMHRSECRET
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SECRETFITNESS REPORTSECTION A1. NAMEZEHRUNG CharlotteGENERAL3. DATE OF BIRTH12 Jan. 19295. SEXFemale4. GRADEGS-118. SERVICE DESIGNATION 8. OFFICIAL POSITION TITLEDI I.O. (FI)7. OFF/DIV/OR OF ASSIGNMENT   DDP/WH/111/Maxi/DC9. CAREER STAFF STATUSTYPE OF REPORTNOT ELIGIBLE DEFERRED INITIAL REASSIGNMENT/SUPERVISORPENDING DECLINED DENIED ANNUAL REASSIONMENT/EMPLOYEE10. DATE REPORT OUR IN O.P.11. REPORTING PERIODFrom To31 October 1959 31 May 59 30 Sep 59SECTION B EVALUATION OF PERFORMANCE OF SPECIFIC DUTIESList up to six of the most important specific duties performed during the rating period. Insert rating number which best describes the manner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employees with supervisory responsibilities MUST be rated on thais ability to supervise (indicate number of employees supervised).1- Unsatisfactory 2. Barely adequate 3. Accaptable 4 Competent 5. Excellent 6 Superior 7. OutstandingSPECIFIC DUTY NO. I RATING SPECIFIC CUTY NO. 4 RATINGNO. NO.responsible sa Officer for several Consilts a competentious 5/6 6I and CE/CI Projects igs emmon Station'shojects &SPECIFIC DUTY NO. RATING SPECIFIC DUTY NO.8 RATINGNO. NO.andles 1rge volume of correspondence irep res, Leviowa 1nd coerdin-tes 6/7 6wit: Statio in support of Gerations memorandaSPECIFIC DUTY NO. RATING SPECIFIC DUTY NO RATINGNO. NO.Sugervises intenance on couk records 6/7and project filesSECTION C EVALUATION OF OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position portarmance of specific dutres, productivity, conduct on job, couperativeness, pertinent personal traits er habite, particular limitations or talants. Based on your knowladge st cinplayse' overall parterrmance during the rating period, place the rating number in the box corresponding to the statement which most accurately reflects his level of pericammar.1.  Performance in many important respects fails to meet requirements2.  Parformance meets most requirementa but is doficient in one at more importent respects.3.  Porlarmunco clearly ineata basic requirements.4.  Portarmanca closely oncoo's busie requirements.5.  Performance in every important respect is superier,Performance in every tesaat is outstanding.SECTION D DESCRIPTION OF THE EMPLOYEEIn the rating toxos below, check (X) the degres to which each cheestaristie appilaa to the employos1. Least poderhio degree 2. Limited degree 3. thormal degree 4. Abava average degree 5. Outstanding dogsmaCHARACTERISTICS NOTAPPLY 1 2 3 4 5GETS THINGS DONERESOURCEFULACCEPTS RESPONSIBILITIESCAN MAKE DECISIONS ON HIS OWN NEED ANISESCOFS HIS JOO BIUPPORTFACILITATES DOT1047ION OF MIFPICWRITES EFFECTIVELYCLAQLDISCIPLINE IN ORGAN ANING OF RECOHUSSECRET
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SECTION E## NARRATIVE DESCRIPTION OF MANAGER OF JOB PERFORMANCEStress strengths and weaknesses demonstrated in current position. Include suggestions made to employee for improvement of his work. Give recommendations for his training. Describe, if appropriate, his potential for development and for assuming greater responsibilities. Amplify or explain, if appropriate, rulings given on SECTIONS B, C, and D to provide the best basis for determining future personnel actions.MAIL ROOMPlease see previous fitness report. This employee was rated four months ago. There is no change in the rating; she has continued to give an outstanding performance.SECTION F## CERTIFICATION AND COMMENTS1. BY EMPLOYEEI certify that I have seen Sections A, B, C, D and E of this Report.DATE2. Oct 5MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISION26 monthsBY SUPERVISORDATE12 Oct 1959OFFICIAL TITLE OF SUPERVISORC/W/111/MgmtzonTYPED OR PRINTED NAME AND SIGNATUREJohn E. Leahy3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALDATEOFFICIAL TITLE OF REVIEWING OFFICIALC/W/111TYPED OR PRINTED NAME AND SIGNATURERobert N. DallagerRobert N. Coll.Ten